Influence of effective leadership on staff performance
Leadership development is key as line managers have the greatest influence on staff performance and engagement in the workplace.
Having skilled and competent managers is crucial for the success of your organisation.
The benefit of good leadership
It is important that managers, team leaders and supervisors know what is expected of them and what their responsibilities are to team members and their employer.
Effective leadership cultivates a culture of success in the workplace. Poor line management can lead to low productivity levels and high staff turnover.
Organisations should define the specific type of leadership that works for them both now and in the future, and ensure leaders at all levels receive adequate training to do their jobs to the best of their ability.
The role of an effective leader
The role of a team leader or line manager is to ensure their team functions as required and meets their goals and targets.
Individual responsibilities will vary between organisations and industries. There are some core responsibilities managers should fulfil to ensure their staff remain engaged and productive.
Good leaders should:
- Take all reasonable steps to ensure the health, safety and wellbeing of their team members
- Ensure their team members receive all of their employment and contractual rights
- Manage day-to-day tasks to ensure work is completed on time
- Develop team members’ skills to help them progress and help them become more confident in their role
- Responding to issues and resolving the matter so it does not affect the performance of the team
- Be open with their team members and provide regular feedback on their work and performance
Positive enforcement
Leaders should always treat their staff fairly, by highlighting the successes and achievements of team members and not giving unjustified criticism.
Managers should develop a relationship of mutual trust with their team members. Line managers need to take time to listen to employees concerns and ideas, and respond promptly to any grievances.
Resolving complex issues
Managing staff can be very rewarding, but it also comes with many challenges. Team leaders have to deal sensitively with many difficult situations and have difficult conversations with team members.
Some examples include:
- Team members having family or relationship problems
- Colleagues accusing each other of bullying
- Jealousy over nominations for training and bonuses
- Dealing with poor performance
- Giving bad news to the entire team or an individual team member
Dealing with situations like these requires patience, training, and good judgement.
Line managers should recognise when the right time is to refer a situation up to a more senior manager, or seek advice from HR staff.
Managing relationships
Unexpected issues and problems arise in all workplaces, and it is the line manager who is the first point of call for their team members.
Under the relationship of mutual trust and confidence with their team members, line managers have a responsibility to take any concerns seriously. Line managers need to resolve problems before they escalate and negatively impact the overall performance of the team.
Most matters can be dealt with informally by just having a quiet word with an employee. If the problem continues it should be dealt with through formal disciplinary and grievance procedures.
Managing disciplinary and grievance procedures
Line managers should make sure all grievances are fully investigated in order to identify the facts and demonstrate that staff members’ concerns are being taken seriously. This also reduces the risk of legal action at a later point.
As well as dealing with disciplinary and grievance issues, team leaders are also responsible for monitoring absence, processing annual leave requests and dealing with recruitment of new staff.
Motivating and engaging staff members
One of the key challenges of good leadership is keeping team members motivated and engaged.
There are a number of factors which might influence a team member’s motivation, and a good manager will get to know what motivates individual team members and the team as a collective.
Understanding your staff
By getting to know individual team members, managers can understand the working styles and motivation styles of their staff and identify how best to lead their team. Through this level of understanding, managers can tailor work and objectives to suit individuals and ensure success.
Managers should show their staff that they are valued; a simple ‘thank you’ shows staff that their efforts are being recognised and helps to motivate them.
How PeoplePointHR consultancy services can help
Staff productivity and motivation hinges on having effective leadership. Line managers and team leaders are responsible for the overall success of your organisation, so make sure your line managers understand their responsibilities.
At PeoplePointHR we have a team of employment law experts and HR specialists who can provide you with the right level of support to ensure your line managers are leading your employees to success.
Our HR management services
We can help with:
- Training your current managers and providing them with guidance on how to engage their teams and deal with problems ranging from disciplinary and grievance to personal issues
- Assisting staff members transitioning from team member level to manager level
- Educating managers on their legal obligations to their team members
- Assistance with how to prioritise workflow, delegate tasks and effectively motivate team members
For bespoke advice for your organisation call 0330 555 2555.
